Management And Economics Of The Build Environment Dissertation Sample

Introduction To Management And Economics Of The Build Environment

Scenario 1

There are different ethics that are maintained by a company while running its business. Large companies pay more attention to maintaining ethics within the company`s business environment. In this report, one such company was selected. In this company, one issue was investigated here in this report. It can be seen that whenever any issue regarding a company is raised then there are different methods are applied for the mitigation of the issue. This mainly depends on the nature of the issue. Here the issue that was discussed was a conflict between one surveyor of the company and the company`s biggest client. Here, it can be seen that the company is going to undertake its client`s project. However, prior to starting the project, the surveyor was not ready to negotiate the terms of the client. As a result of this, the surveyor has advised me to seek the advice of professionals before coming to this negotiation again. Now, threats are coming from the side of the client for reporting this matter to RICS. Here, the discussion of the relevance of this conflict along with the process of mitigation of this issue was discussed.

There are many factors are there that motivate an employee toward his work. It is to be noted that when this motivation goes out there can be seen the quality of work falls down. In this case, also similar things can be witnessed. Here, one company was taken into consideration. It can be seen that the culture of the company is getting worse. For this reason, there can be seen demotivation among the staff. Also, the present culture of the company is leading towards contributing to dissatisfaction along with demotivation among the employees. The effect of this can be observed in the apprentice who is working as a “Quantity Surveyor” in the company. Also, the construction manager is also suffering due to this. The main reason behind this is the “autocratic style” of leadership present in the company. The directors of the company are operating from remote places. Also, because of this reason, the new employees are not getting enough exposure to real-life working experience. For this reason, demotivation in the employees can be observed. In this report, the way out of this situation was described.

Discussion

Work with Integrity

It is to be noted that integrity is an inseparable part of the business environment for every company. There are several aspects of this are there. This means maintaining honesty in every stage of work. In addition to this sticking to the core values of the company also comes under maintaining integrity. Conflicts can arise at any moment in the company (Sholanke et al. 2019). Finding out the ethical truth of these conflicts is also considered an ethical behavior of the company. This does the work of reflecting the culture of the company. Moreover, integrity also forces companies to maintain a proper work culture between people belonging to different cultural backgrounds. In this project, the description of how the company can maintain integrity in solving the issue with its client was discussed.

The methods that can be applied for working with integrity are as follows.

Respecting the opinion of others

It is to be noted that there are different people who are related to a company. These people are called stakeholders of the company. All of these people are important for the business of the company. The main concept giving every person related to the company equal respect. In other words, the opinion of every individual should be listened to (Ansaah, 2021). Also, proper opportunity should be provided to everyone for placing their views. In this case, it is also necessary that the views of both the surveyor and the client are listened to carefully. Only after listening to them any decisions should be reached.

Addressing conflicts honestly

It can be seen that there are many instances where there can be seen all the data regarding the conflict comes out. This results in not addressing the conflicts honestly. It is to be noted that because of improper representation of data on conflicts, it is not possible to bring justice every time. Also, there can be seen injustice happening to parties (Jimoh et al. 2019). In this case, also, it is also necessary to treat the conflict with absolute honesty. This will result in finding out the way out of this conflict.

Becoming a role model

This means creating examples for others regarding maintaining integrity. It can be seen that people are led by example. So, it becomes very effective in maintaining integrity when clear and honest actions are taken (Kabelo & Gakuu, 2022). In this issue, clear and honest actions should be taken to maintain core values and provide a clear message to the clients of the company.

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Along with analyzing the conflicts, it is also necessary to take necessary actions against the conflicts. It can be seen that maintaining integrity depends on the actions taken. So, the actions should be distinct and effective. In this case, also, there should be clear and effective actions taken to resolve the conflict.

Reporting unethical behaviour

It is to be noted that unethical behavior is the most undesirable thing in a company. For this reason, it should be avoided as much as possible. In this case, it should be investigated who had done unethical practices and should be reported to RICS.

Value Statement

There are particular meanings of integrity. It means to have moral principles that should not be changed in any condition. Also, this means examining conflicts with “ethical relativism”. Moreover, it also shows the culture that the company maintains. It can be seen here that the client`s negotiation is not up to the mark (Noor et al. 2020). This is why the surveyor advised them to rethink this. For this reason, if integrity is tried to be maintained then it might result in losing the client. Also, there is a positive aspect of this. It is the act of integrity that can be an example for its other clients and the company can gain their trust in terms of work culture.

Respond to RICS

The aim of the company is to maintain honesty in every work that it undertakes. Also, the company is determined to maintain integrity. This follows the RICS ‘rules of conduct”.

According to this, the employees of a company must be honest and maintain integrity including the obligations to RICS (Yap et al. 2022). In this conflict, the best way out is to investigate whether the surveyor had given the wrong advice or the client was wrong in this case. This will result in finding the best possible approach to solve this issue.

Scenario 2

Review of company culture

Autocratic Management

It can be seen here that the directors of the company are operating from remote places. This results in enforcing their decisions on the employees without discussing them with the employees. A good company makes every decision with the majority of people involved in the company. However, in this case, it can be seen that the power of making decisions is only limited to the directors (Porfírio et al. 2021). This results in having an autocratic style of management in the company. This lowers the motivation of the employees. The employees cannot feel themselves a part of the company.

Perceived Glass Ceiling

Employees of this company cannot see any possibility of future development in their career within this company. This lack of clarity is making the employees lose trust in the company. There is no clarity on the new employees will get enough training or work experience that can advance their careers.

Limited experience as an apprentice

It can be seen that apprentices are engaged in this company. Among this one of the examples is given here. The apprentice working here as a “Quantity Surveyor” lacks the clarity of whether he will be able to gain a proper practical life experience here or not.

Basic tasks for apprentice

It can be seen that the workforce is not utilized here properly. The apprentice that was engaged here is not doing the work that they should do. Rather than this, they are basic tasks like document management (Saputra & Mahaputra, 2022). This does not increase their work experience for what they studied for.

Demotivated workflow

The work environment of the company is not good. There are not enough channels by which communications can be made with the higher authorities. As a result of this, the concerns of the employees are not communicated properly to the directors. There is also a lack of recognition of the employees. Hence, employees lack the motivation to work.

Subversive Minority

It can be seen that the employees at the lower level are not getting enough opportunity to place their views in front of the company. For this reason, the employees do have not enough clarity regarding their importance in the company (Top et al. 2020). This generates a sense of insecurity in them.

Policy Recommendations

Leadership Development

It is to be noted that leadership is the skill that binds the employees together. The directors are operating remotely without much discussion with the employees. This is resulting in the disintegration of the employees (Zeike et al. 2019). For this reason, the directors should have gone through leadership training.

Proper career paths

The directors should communicate the career opportunities that this company can offer to them. This will make the employees confident in staying in the company. Regular review of the and discussion with the employees can boost the confidence of the employees. This will create a “sense of purpose” in them.

Initiatives of skill development

It is to be noted that developing the skills of the employees is very much necessary for a company. This includes training programs, skill development initiatives, technical skills, and developing soft skills (Marashdah & Albdareen, 2020). It can be seen that when an employee is skilled he is more motivated towards his work.

Employee Recognition

It can be seen that every employee tries to establish a position within the company. Also, employees seek this kind of opportunity. If the company is able to provide this kind of opportunity to its employees then the output of the employees will be better (Purwanto et al. 2021). This can be implemented by awards, “public acknowledgment”, and opportunities for career advancement.

Channels for open communication

The company should implement a channel for open communication. This may be implemented in the form of meetings, “suggestion boxes”, and a system of feedback. This will make the employees feel valuable to the company.

Conclusion

In this report, several aspects of how to look into a conflict are given. The main thing on which this report is based is the conflict between the client and surveyor of a company. The approach that should be undertaken in solving this issue was presented in this report. It was also seen that the rules given by RICS provide the process or principles that are to be maintained in encountering any form of conflict at work. The position of the company relative to the RICS rules is also present in this report.

In this report, the culture of a company was discussed and analyzed. It can be seen that the company that was taken for the purpose of analysis has bad cultural conditions inside the company in the present day. It can be seen that because of the remote working of the directors, there is not enough communication between the directors and the employees. For this reason, there are different forms of ill effects of this were observed. It had resulted in creating demotivation among the employees. In this report, the different reasons that are contributing to making the culture of the company worsen were discussed. Also, the analysis of these factors or reasons is also present here. There are some strategies that can be implemented for the mitigation of this issue. These policies are also present in this report. Also, the description of the employees who are affected the most by this condition is also present here.

References

Journals

• Ansaah-Nyarko, V., 2021. Exploring the latent shortcomings of conflict resolution techniques among project teams in the construction industry of Ghana (Doctoral dissertation).
• Jimoh, R., Oyewobi, L., Osajarikre, J., Adaji, A. and Sani, M., 2019. Strategies for Managing Conflicts on Construction Sites in Abuja-Nigeria. Journal of Techno-Social, 11(2), pp.55-64.
• Kabelo, I.H. and Gakuu, C.M., 2019. Factors influencing success of collaborative resource-based conflict resolution projects in Isiolo County, Kenya. International Academic Journal of Information Sciences and Project Management, 3(4), pp.55-81.
• Marashdah, O. and Albdareen, R., 2020. Impact of leadership behavior on psychological capital: the mediating role of organizational support. Problems and Perspectives in Management, 18(2), p.46.
• Noor, S.N.A.M., Tobi, S.U.M. and Salim, K.R., 2020, May. Competencies of quantity surveyors in construction industry: Document reviews from different quantity surveyor professional bodies. In IOP Conference Series: Materials Science and Engineering (Vol. 864, No. 1, p. 012098). IOP Publishing.
• Porfírio, J.A., Carrilho, T., Felício, J.A. and Jardim, J., 2021. Leadership characteristics and digital transformation. Journal of Business Research, 124, pp.610-619.
• Purwanto, A., Purba, J.T., Bernarto, I. and Sijabat, R., 2021. Effect of transformational leadership, job satisfaction, and organizational commitments on organizational citizenship behavior. Inovbiz: Jurnal Inovasi Bisnis, 9, pp.61-69.
• Saputra, F. and Mahaputra, M.R., 2022. Effect of job satisfaction, employee loyalty and employee commitment on leadership style (human resource literature study). Dinasti International Journal of Management Science, 3(4), pp.762-772.
• Sholanke, A.B., Opoko, A.P., Yakubu, P.O. and Ukwedeh, J.O., 2019. Effects and Resolution Guidelines of Land-Use Conflict in Construction Management in Lagos State, Nigeria. Int. J. Innov. Technol. Explor. Eng, 8, pp.2008-2013.
• Top, C., Abdullah, B.M.S. and Faraj, A.H.M., 2020. Transformational leadership impact on employees performance. Eurasian Journal of Management & Social Sciences, 1(1), pp.49-59.
• Yap, J.B.H., Skitmore, M., Lim, Y.W., Loo, S.C. and Gray, J., 2022. Assessing the expected current and future competencies of quantity surveyors in the Malaysian built environment. Engineering, Construction and Architectural Management, 29(6), pp.2415-2436.
• Zeike, S., Bradbury, K., Lindert, L. and Pfaff, H., 2019. Digital leadership skills and associations with psychological well-being. International journal of environmental research and public health, 16(14), p.2628.